So you’re ready to hire a new team member?
Let’s face it, you don’t want any “average” team member. You want to build your business with those who are going to add immense value and also fit into your company culture.
It’s easy to find just anybody to fill your open roles. Hiring someone that has the experience and skills you need plus fit with your individual company culture, takes a bit more work.
Not to fret — the MBS team is here to support you in your hiring process.
Inside this blog, we are breaking down how to hire your next great, no, stellar team member.
Great hiring begins before the job description is written
Before you even think about putting pen to paper, or you know, fingers to keypad, great hiring starts with your company’s vision and strategic plan.
What do we mean by this?
You need to have a clear understanding of what your company’s B-I-G vision is. What do you see for your company in the next 5-10 years?
Some questions to help you hire for success
- Do you see yourself growing a much larger team? (hint: who will manage them)
- Do you see yourself bringing in a partner or executive level team member?
- Are you going to hire employees or contractors?
- Will you be involved in the day-to-day operations?
All these questions help to drive the decisions and strategy for who you are going to be hiring and why. It’s important to understand where you are going so that you can understand exactly who you need on your team to help you get there.
Begin your hiring process with the end goal
Fully understand who and what you are looking for before you start to write your job description or begin any steps towards hiring.
Try this simple exercise to help envision what this position would look like if filled with your ideal candidate.
How would they behave?
What would the day-to-day look like?
What projects and tasks are they handling?
What hours are they working?
How do they contribute to the team?
By considering what the ideal situation looks like you can then work backward. You can analyze what skills you are looking for, what time commitment will be needed, and all of the logistics behind the role.
Understand team member’s responsibilities
Once you’ve got the above solidified you can get to crafting that job description. When writing the job description ensure you understand the candidate’s key ownership areas. Also, keep in mind your ideal candidate and situation from above when writing the role.
Think about all the traits and skills your ideal team member embodies and be sure to include these in your description.
Other important things to consider in the job description
- What will be their main responsibilities?
- How many hours does this position require?
- What days and times does this person need to be available?
- Is this remote, in-office, or hybrid?
- What experience is needed?
- What hard & soft skills should this person have?
Consider things like personality assessments and paid projects or even homework based on the position. These can help you to get a deeper understanding of the candidate and how they react to certain situations.
You want to take the time to get to know the candidate from not only a professional standpoint but personal as well.
Let your job description weed out candidates
Yep, you read that right. A good job description will repel candidates that aren’t a good fit for the role.
While you may want your description to sound like the most appealing place to work for everybody and their friends, that’s not the point. The reality is that not everybody is going to be right for the role and thrive in your organization. And, that’s a good thing! Remember, we are looking for your rockstars, nothing less.
The best job descriptions will help to weed out those who won’t succeed and inspire those who will.
This means you should:
- Call out exactly what you are looking for in a candidate
- Explain what skills they need
- List out who this job is not for — make it clear!
- Give examples of work that will be completed
Avoid hiring too quickly
Do not rush yourself while hiring. Got a referral from someone you trust? You still must stick to your hiring process.
This will be a huge factor in determining the success of your team. If you’ve done the work, then this system you’ve created will ensure that who you bring on to your team will (in most cases) thrive in their work environment with you. So, while it may seem easier in some instances to cut out some of your hiring steps, don’t!
Have an onboarding plan
To bring on the best team, you need to have a solid onboarding process in place. Team members are searching for human connection. You want to ensure your new hire immediately feels a sense of belonging and as if they have not only a place but a purpose at your organization.
Key things that you should consider when creating your new hire onboarding plan:
- Roadmap of their first few weeks: What can they expect? Will they be receiving training? Are there any forms they need to fill out? Who do they need to connect with?
- Goals: Consider mapping out some key milestones.
- Communication schedule: When are team meetings? How often should they expect to communicate with you? What is the best method for communication? Set some clear guidelines.
- What you expect: Lay out what you expect from your new hire. Give them an idea of what they need to do to meet your expectations so they know they are on the right track.
Having all of this ready to go not only makes onboarding much smoother for you but your new teammate as well. You can even go a step further and automate part of your onboarding plan to make this as seamless as possible. We personally love Dubsado for automating our workflows.
Ready to hire your dream team and attract the right candidates to your open positions with ease?
We’ve combined all our in-depth experience and skills from working with our clients over the years plus our own hiring experiences from MBS to create a one-of-a-kind VIP experience that goes beyond just a day.
Inside we will work together one-on-one to develop your organizational chart for the next 12 months. You’ll walk away with done-for-you job descriptions for your next 3 hires, plus so much more.
Together we will safeguard your hiring process and make creating a great team simple, streamlined, and incredibly effective.
Check it out here.